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Increasing Interrater Reliability Using Composite Performance Measures

Published online by Cambridge University Press:  10 April 2015

Michael P. Wilmot
Affiliation:
University of Minnesota
Brenton M. Wiernik
Affiliation:
University of Minnesota
Jack W. Kostal
Affiliation:
University of Minnesota
Corresponding
E-mail address:

Abstract

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Commentaries
Copyright
Copyright © Society for Industrial and Organizational Psychology 2014

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References

Campbell, J. P. (2012). Behavior, performance, and effectiveness in the twenty-first century. In Kozlowski, S. W. J. (Ed.), The Oxford handbook of organizational psychology (Vol. 1, pp. 159196). New York, NY: Oxford University Press.Google Scholar
Campbell, J. P., McCloy, R. A., Oppler, S. H., & Sager, C. E. (1993). A theory of performance. In Schmitt, N., & Borman, W. C. (Eds.), Personnel selection in organizations (pp. 3570). San Francisco, CA: Jossey-Bass.Google Scholar
LeBreton, J. M., Scherer, K. T., & James, L. R. (2014). Corrections for criterion reliability in validity generalization: A false prophet in a land of suspended judgment. Industrial and Organizational Psychology: Perspectives on Science and Practice, 7(4), 478500.Google Scholar
Mosier, C. I. (1943). On the reliability of a weighted composite. Psychometrika, 8, 161168.CrossRefGoogle Scholar
Viswesvaran, C., & Ones, D. S. (2000). Perspectives on models of job performance. International Journal of Selection and Assessment, 8, 216226.CrossRefGoogle Scholar
Viswesvaran, C., Ones, D. S., & Schmidt, F. L. (1996). Comparative analysis of the reliability of job performance ratings. Journal of Applied Psychology, 81, 557574.CrossRefGoogle Scholar
Viswesvaran, C., Schmidt, F. L., & Ones, D. S. (2005). Is there a general factor in job performance ratings? A meta-analytic framework for disentangling substantive and error influences. Journal of Applied Psychology, 90, 108131.CrossRefGoogle Scholar

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